SAP C_THR86_2505 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Exam Practice Test

In SAP SuccessFactors Compensation, using look-up tables in formulas is a common method to calculate budget adjustments based on multiple criteria like an employee's country and status. This question is about selecting the correct syntax for using a look-up table to calculate a custom budget based on these criteria. Let's break down the logic and syntax for why option A is correct.

Look-up Table Functionality in Compensation TemplatesIn SuccessFactors Compensation, look-up tables are used to fetch values dynamically based on specific conditions. The lookup function in SAP allows fetching data from a pre-defined table by matching values from specified columns.

Syntax and Parameters in the Lookup FunctionThe lookup function syntax in SAP SuccessFactors Compensation is generally:

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lookup("", , , )

: Name of the look-up table (in this case, "2018_BudgetPool").

and : The fields in the form template used to search in the look-up table. Here, the customCountry and customStatus fields are used to locate the relevant budget value.

: Specifies the index of the column to retrieve. In this scenario, "1" refers to the budget adjustment percentage in the look-up table.

Correct Formula Explanation

Option A: toNumber(lookup("2018_BudgetPool", customCountry, customStatus, 1)) * curSalary

This option correctly uses the lookup function to locate the appropriate adjustment factor (e.g., 1%) from the 2018_BudgetPool table based on the employee’s country (customCountry) and status (customStatus).

The toNumber() function is applied to ensure the fetched value is numeric, allowing it to be used in multiplication.

The formula then multiplies the adjustment factor by the current salary (curSalary) to calculate the adjustment budget.

Why Other Options Are Incorrect

Option B: toNumber(lookup("2018_BudgetPool, customCountry, customStatus, Adjustment)) * curSalary

This option contains syntax errors, such as missing quotation marks around the table name, and “Adjustment” is not a parameter in this lookup. The syntax is incorrect for SuccessFactors’ formula setup.

Option C: toNumber(lookup("2018_BudgetPool", customCountry.customStatus, 2)) * curSalary

Incorrect because customCountry.customStatus is treated as a single parameter, which is invalid. Each key (customCountry and customStatus) should be separated by a comma, not a period.

Option D: toNumber(lookup("2018_BudgetPool", customCountry, customStatus, adjustment)) * curSalary

This option misuses “adjustment” as a parameter in the lookup, which is not defined within the context of the table structure.

Additional SAP SuccessFactors Compensation References

SAP SuccessFactors Compensation Guide: Refer to SAP Help Portal’s SuccessFactors Compensation Guide for syntax rules of lookup tables.

Lookup Table Configuration: In the configuration, ensure that the look-up table (2018_BudgetPool) is correctly defined with customCountry and customStatus as keys, and that the adjustment percentage is in the correct column (column index 1 in this example).

The correct formula, Option A, follows SAP’s syntax requirements and functional logic to retrieve the adjustment budget accurately.

In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:

Executive Review Edit Permissions (Option C):

It is not recommended to grant all HRBPs “Executive Review Edit Permissions” as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.

Other Permissions:

Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.

Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

In SAP SuccessFactors Compensation, enabling integration with Employee Central requires specifying an effective date. This date is essential because Employee Central (EC) integration pulls data that is time-dependent, such as employee job information, pay components, and other relevant details.

Providing an Effective Date for Integration

Effective Date: Setting an effective date in the compensation template is necessary to synchronize data accurately from Employee Central. The system uses this date to retrieve the correct employee data as of that specific point in time.

Why Other Options Are Incorrect

Option A (field-based permissions) relates to access control but is not specifically required for enabling EC integration.

Option B (reload guidelines) is used when updating or reloading guideline data but does not affect EC integration.

Option C (update pay guide format) is unrelated to Employee Central integration.

Reference Documentation

SAP SuccessFactors Compensation Guide on Employee Central Integration Setup and Effective Date Configuration.

To include a specific population of inactive employees in the worksheet, select settings that specify inclusion criteria for inactive users and adjust eligibility accordingly.

Option C: "Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees."

By enabling the "Including Inactive Users" option, planners can ensure that inactive employees are part of the worksheet. Setting "All employees are eligible" provides a base eligibility, while the eligibility rules can then specifically include only the desired inactive employees based on criteria set in the rule.

To meet the requirement of publishing different effective dates for each country in an SAP SuccessFactors Compensation worksheet:

First, create a lookup table that specifies the effective date for each country.

Then, set up a custom date column in the compensation template that retrieves the effective date from this lookup table based on the employee's country.

In SAP SuccessFactors Compensation, comments can be required to provide context or justification for certain compensation decisions, without the need for custom validations.

Force Comments Based on Actions Taken or Not Taken

Option A: When an employee is awarded a raise, stock, or options, SuccessFactors can be configured to prompt a mandatory comment. This is managed through standard settings without custom validation.

Option C: Conversely, if an employee does not receive a raise, stock, or options, a forced comment rule can ensure planners justify this decision.

Why Other Options Are Incorrect

Options B and D are not standard triggers for forced comments in SAP SuccessFactors Compensation. These types of validations would typically require custom validation logic.

Reference Documentation

SAP SuccessFactors Compensation Guide on Standard Comment Rules and Force Comment Settings.

To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.

Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."

By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee’s start date is at least two years before the form’s effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.

In SAP SuccessFactors Compensation, certain actions require that worksheets are marked as "Complete" to finalize and lock in all data. This requirement ensures data integrity and consistency across various processes in the compensation cycle.

Option A: "Generating Compensation Statements"

Before generating compensation statements, it is necessary to complete the worksheets. Once a worksheet is marked as "Complete," it locks the data, allowing for consistent and finalized data to be used in the compensation statements.

To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:

Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"

Min-max display shows only the minimum and maximum guideline values. Setting Hard Limit to "No" allows planners to make recommendations outside these values, and High/Low Action: Allow enables the flexibility needed by the client.

When an employee's merit increase is determined by a guideline formula based on performance rating and country:

Option C: "2%"

For an employee in the US with a performance rating of 3, the configured guideline specifies a 2% merit increase. This default increase applies according to the rule setup in the guideline formulas.